Toggle Menu


Times are changing, and evolution is inevitable. With Gen Z entering the professional frame, there are certain things that we, as employers, need to keep in mind. And if you're curious about the changes, read this article to know more!

Freshers who are just starting with their professional life, aren't stereotypical anymore. Thanks to the internet, social media, and other sources of endless knowledge, most of Gen Zs know what they want, more than even Gen Ys did. More in sync with their purpose and goals, they don't just seek any job, but the job that ticks all their respective boxes.

Let's peek into the things you should keep in mind and pay attention to while hiring Millenials & Gen Z in various aspects of recruitment:

More Money Doesn't Equate To More Work Enthusiasm

Based on a study by Millenial Branding and Randstad US, it was observed that while 42% of Gen Y considered money to be enough for motivation and loyalty, only 28% of Gen Z agreed to the same. It's not about the amount of money in their bank accounts anymore. But that doesn't mean that you pay them less than they deserve, and compensate by giving them a thriving and open work culture. There has to be a balance between the two.

They Won't Make The Same Mistakes As Their Predecessors

The ones who came before us had different circumstances. Our predecessors were happy with just any job, forget about considering the job they wanted. On average, they were glued to a job for as long as they were required, and were at the mercy of the company. Gen Z watched their predecessors lose their jobs even after years of honest contribution, or sometimes, a lifetime of contribution - so they probably won't make the same mistakes. And rightfully so, they will want to feel valued, respected & wanted because they know very well that the company's growth depends on them. They know they are the backbone and the future.

Gen Z looks at the big picture more than Gen Y

Going by the definition, even though Gen Y and Gen Z come into the same frame of 'Millenials', they come with their own set of ideologies, beliefs, and aspirations. And they're more rigorous and driven towards it. Gen Z will care more about what the company has in store for them in the future, rather than the present moment. If they don't see an opportunity for growth, they wouldn't know what they are working for or towards. They cannot just robotically contribute to a company, that they know has no room for professional or personal development.

Formalities? Hell No!

It is most likely that when Gen Z candidates enter the interview room, they would have already researched about your company. They will know what to expect from you and will vocalize the same. An interview is not so one-sided as it used to be about 5-10 years ago. They interview you as an organization too, as you interview them as a prospective employee. So, do not take it as a sign of disrespect but as a sign of a candidate who is driven enough to do his/her/their homework before they apply to an organization or are approached.

'Organizational Behaviour' as a subject in high school, diplomas, training, or universities, is almost obsolete. It is so because these subjects teach you to be this mechanical version of what an employee is supposed to be like. But the mechanical part, over the years, has been layered off, and more and more recruiters and the recruited are focusing more on individuality & the 'humane' factor of employment. The bottom line is, keep an open mind when you're hiring Gen Z candidates!

Stern Hierarchy Is Not So Welcome

When you hire a Gen Z employee, give them the benefit of the doubt about the hierarchy. This means, believing that in their core, they know who the boss is, and they will respect him/her/them, without you, as an employer having to remind them about who's in charge.

Respect at the end of the day is earned and cannot be forced. So, those who bow down to their superiors are not always people who have genuine respect, and those who communicate with their superiors with their head held high, aren't disrespectful, but believe in voicing their opinions truthfully, rather than saying mindlessly agreeing to everything the boss says!

Work Hours

The 9 to 5 work culture, in this era, is not working out for many, especially Gen Z. If the tasks assigned to them get completed within just 3-4 hours, they don't get the point of wasting 8-9 hours in the office (whether's it is remote or in the workplace).

They know that they could use this time for perhaps, to drive their personal goals or maybe just to relax. Life is short, and the pandemic has instilled this realization even deeper within us, and more so, in the minds of Gen Z, as they have witnessed their parents waste their limited time on Earth away. So, if the work gets done, all the tasks for the day get completed early, there is no point in keeping them hooked to work for more hours. Ultimately, productivity is not based on the time you contribute in the office, but the efficiency in which you perform, whether it takes you 3 or 9 hours.

Technology & The Official Lingo

Long emails are okay, but communicating primarily through emails all the time may not work out so well with Gen Z.

Their relatively short attention span and quicker approach to communication have to be considered as they would prefer something like Slack or any other instant messenger over emails for internal communications.

They Want To Be A Part Of Something Bigger

CSR activities of a company shouldn't be in the background and go unnoticed. If there's something special that your organization is doing for the world, make sure to let that shine through. This way, not only your Gen Z employees but all the employees, in general, will feel like they're part of something bigger. The vibe of your company won't just be about the 'taking' but also the 'giving'.

_

Want to unite your workforce under one platform? Then give Stafflist a try!